Suchergebnisse

This paper raises a number of controversial issues in an attempt to evaluate the effects of flexible working practices and family friendly policies on employment and welfare of mainly people with disabilities, senior citizens and the women and men with caring responsibilities. Over the recent years many governments have championed the idea of flexible working for obvious political and economic motives while most employers who have accepted or even initiated such practices and policies have acted on purely economic and business grounds. This study attempts to explain the concepts of flexible working and family friendly policy and then to explore the reasons for and procedures of implementing such policies. It is concluded that family friendly policies can be useful means of meeting the needs of both employers and employees, depending on the way they are implemented and the people who benefit from them.

The aim of this paper is to provide a comparative analysis of higher education and the graduate labour market in selected European countries in order to establish the extent to which a European wide model of graduate recruitment can be developed. It starts with the assumption that there is a gap between the demand for and the supply of graduates in the European labour market. Expectations and experiences of graduating and graduated students from a number of European (collaborating) universities are sought and analysed in order to find out if European universities are producing graduates with the knowledge and skills needed by European employers. The main research question is that: 'since more and more students are graduating from universities of other countries and are likely to be employed in their home or third countries within the European Union (EU), will it be possible to have a common qualifications structure and similar graduate recruitment procedures?'. To answer this question, secondary data, which have been collected through an extensive review of relevant literature, and primary data, which have been gathered through the use of questionnaires, have been used. The analysis of data collected has revealed the use of a wide diversity of approach among the countries studied. Despite being part of an ever-closer union, there are still many differences in education systems and in the graduate recruitment policies and practices used by graduate employers. There is a lack of awareness from both employers and graduates in one country of employment choices and education systems available in other countries. It is concluded, however, that in light of the increasing economic, political and legal integration among the EU member states, the high level of collaboration among many institutions of higher education, the willingness of member states to meet the objectives of the Bologna declaration, and the expanding presence of many multinational companies in Europe, it would be possible to develop a European model of good practice in graduate recruitment and selection, despite the current differences in education systems and labour market trends.

This paper starts with the assumption that local authorities, under the new public management, may use job sharing as part of an equal opportunities policy in order to attract and retain experienced and professional employees. Data collected from 32 councils in England and Scotland have shown that although most of the female employees would possibly prefer to work flexibly through job sharing, there was little or no established policies for the implementation of job sharing as a means of providing equal opportunities. With the consolidation of the new public management in local authorities in the late 1990s, the approach to the use of job sharing and flexible working in general has changed from emphasising equality to meeting business objectives. The promotion of job sharing is very limited and its implementation often restricted. Job sharing is undermined by a culture of full‐time work and determined by economic motives.

This paper evaluates the development and subsequent outcome of the Algerian experience of participative management. In Algeria, participation was seen as an important determinant in the country's socioeconomic development and was constituted under conditions of hope to blend the ideology of the state with the existing social structure through centralized and bureaucratic planning. However, the outcome was not as expected, either by the state, workers or managers. It has been a disappointing experience for all. It is argued here that the failure of participative management in Algeria is the result of introducing views and ideologies alien to the predominant norms and cultural values. Some of the studies that have attempted to explain the outcome of the Algerian experience are presented and criticized, and an alternative explanation is offered.

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Machine generated contents note: Part I - Introduction -- 1 Introduction: the challenge of longer and healthier lives -- lan Glover and Mohamed Branine -- Part II - The problem and its causes -- 2 Ageism, early exit, and the rationality of age-based discrimination -- Colin Duncan -- 3 'Do not go gentle into that good night': some thoughts on paternalism, -- ageism, management and society -- lan Glover and Mohamed Branine -- 4 The plateaued manager: the anatomy of an ageist stereotype -- Peter Herriot -- 5 Discrimination by age: the organizational response -- Ann E. McGoldrick and James Arrowsmith -- 6 ls retirement sustainable? -- Philip H. Bowers -- 7 Ageism without frontiers -- lan Glover -- Part III - The experience and practice of age discrimination in -- employment -- 8 Ageism in retailing: myth or reality? -- Adelina Broadbridge -- 9 Ageism, young academics and the buffalo stance -- Karen Rodham (nee Gadd) -- 10 Ageism and arm's length management: the voice of experience -- David Jenkins, interviewed by lan Glover -- 11 Anti-ageist legislation: the Australian experience -- Jenny Hamilton -- 12 Old enough to know better: age stereotypes in New Zealand -- Darren J. Smith -- 13 Ageism and work in the EU: a comparative review of corporate -- innovation and practice -- David Parsons and Lesley Mayne -- 14 Ageism in the 'Quarter Acre, Pavlova Paradise' - will she be right? -- Graham Elkin -- Part IV - Remedies and prospects -- 15 Older workers and the cult of youth: ageism in public policy -- Philip Taylor -- 16 Fitness'for work: the effects of ageing and the benefits of exercise -- Alan Nichols and Wendy Evangelisti -- 17 Ageism and unemployment: practical remedies from secondment -- programmes in small and medium-sized enterprises -- Colin Bottomley -- 18 Managing the third age workforce: a review and agenda for research -- Christine Tillsley and Philip Taylor -- Part V - Conclusion -- 19 Therefore get wisdom -- lan Glover and Mohamed Branine